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How do payments work?

  • Written by Admin
  • February 07, 2021

 It is illegal to charge candidates applying for jobs in the UAE.  Several online recruitment companies in the country continue to charge candidates applying for jobs, despite previous reports that this practice is illegal.

Article 18 of the UAE Labour law states  no licensed employment agent or labour supplier shall demand or accept from any worker,  whether before or after the latter's admission to employment, any commission or material reward in return for employment, or charge him for any expenses thereby incurred, except as may be prescribed or approved by the Ministry of Labour and Social Affairs.

Tapetalent is a mainland company fully owned by a local UAE citizan. This enables us to work with both governmental and non-governamental companies based anywhere in UAE or abroad.  We only charge the employers for an agreed fee, not candidates. 

The cost of hiring is in the recruitment process itself: how much time recruiters and managers spend discussing the opening; advertising; hours spent screening; interviewing; re-interviewing; background checking; and more. If you have a dedicated recruiter on staff, you already have an idea of what the investment is annually. Have you amortized their salary/benefits/perks over the amount of hires per year? That’s just the tip of the iceberg in the cost to hire.

Here are the three main types of fees we apply:

 Retained:  the employer pays upfront. These are generally for employers that have a low recruitment budget. Cost: On average 7 percent of annual salary to start recruiting, another 7 percent after hire. The fee paid upfront is never lost by the employer, in the rare event Tapetalent doesn’t manage to fill the position this fee will be used as credits to a next hire.

Contingency: Tapetalnt provides candidates and take a percentage of the annual salary after the new hire has started working. Cost: Typically 15-25 percent of the annual salary

 Temporary or Temp to Perm:  we send in temporary workers who can come and go, or, if the employer find they’re a good fit, can transfer to their payroll. Their contract can be bought out for a contingency fee. Cost: 20 to 50 percent of the daily wage.

So why use a recruitment agency? for most organizations, where employees’ time is already stretched thin, recruiting in-house often doesn’t make for a wise investment of resources. If you don’t have a dedicated recruiter, you’re pulling precious work time away from other staff members, time that affects your bottom line. If you do have a HR team, often recruitment is not their sole scope. In various cases getting a recruitment agency to get the right candidates (not just a pool of applicants) may be the way to go when you want to get the most bang for your buck.

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